Podcasts about Retention

What if the biggest barrier to innovation isn't a lack of confidence but a workplace culture that quietly punishes people for speaking up?This episode is sponsored by Deel.Hire, manage and pay – anyone, anywhere: https://www.deel.com/nickdayhr/In this episode of @thehrldpodcast Nick Day is joined by Seema Bhansali, author, strategist, attorney, and former Fortune 500 people and culture executive. With over two decades of experience across high stakes environments, from supporting US Congressman Steve Israel to senior leadership at Henry Schein, Seema reveals why psychological safety fails in most organizations and the specific hr leadership behaviors that are silencing your talent. Discover how to flip the script before your best people go quiet.Seema challenges the assumption that confidence training solves the problem of employees holding back. Together, Nick and Seema explore why the brain treats speaking up as a genuine risk, why environments rather than individuals are usually the real barrier, and why this issue starts far earlier in life than most leaders realize.This conversation unpacks what the silence tax actually costs an organization, from lost innovation to hidden attrition that never shows up until it is too late. Nick and Seema discuss the difference between building confidence and building psychological safety, why rotating who gets to speak matters more than who is naturally confident, and why the loudest voices in the room are not always the smartest ones. They also explore Seema's forthcoming book, Hit the Buzzer, and the science competition story that inspired its title.In a world increasingly shaped by AI adoption, fast decision making, and the risk of losing talent quietly rather than loudly, this episode delivers practical frameworks every HR and L&D professional needs in 2026, including how to build a no repeats rule into leadership presentations, how to treat voice as infrastructure rather than personality, and how to make speaking up less costly for everyone.A must-listen for HR leaders, L&D professionals, and anyone ready to stop asking people to be braver and start building cultures where being heard does not carry a hidden cost.Enjoyed this? Check out our sister podcast @thepayrollpodcast for more great content!Guest and Host:Connect with Seema Bhansali: https://www.linkedin.com/in/seema-bhansali-esq-principal/Nick Day's LinkedIn: https://uk.linkedin.com/in/nickdayFind your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter: https://jgarecruitment.ck.page/23e7b153e7Stay tuned for the next episode of the HR L&D Podcast, brought to you by Nick Day, CEO at JGA Recruitment, landing soon!Timestamps:(00:00) Introduction: Exposing the Silence Tax(01:28) What Human Resources Really Means to Seema(03:36) Why Accomplished Women Go Silent in the Room(06:49) The Behaviors Behind Muted Cultures(09:10) The Neuroscience of Silence and Why Confidence Training Fails(15:11) Naming the Silence Tax and Its Cost to Retention(18:43) Systems vs Individuals: Who Is Really Responsible(21:42) Making It Safer to Challenge Leadership(25:18) The Real Cost of Silence: Innovation in the AI Era(28:39) Building a Practical Open Voice Culture Framework(34:56) Command and Control, and the Story Behind Hit the Buzzer(45:06) Rapid Fire Questions and Closing Thoughts

Ep 148: Serious Training for Everyday People with Sean Armstead of Phenomenal FitnessPart of noseyAF's 31 Days of Black Business series

Hour one of DJ & PK for September 2, 2026: Aaron Roderick, BYU Football offensive coordinator Frank Dolce, former Utah football quarterback David Nixon, former BYU football linebacker

How to Improve Performance with Gamification and Feedback Shep interviews Jimmy Chebat, founder and CEO of ZIZO Technologies. He talks about how employee engagement and retention can be intentionally designed and improved through positive feedback, gamification, and purposeful organizational design.  This episode of Amazing Business Radio with Shep Hyken answers the following questions and more:   How does employee experience directly impact customer experience?  How can leaders intentionally design a workplace for higher retention?  What is the difference between corrective feedback and recognition-based feedback?  How does gamification improve employee engagement and workplace productivity?  How do you build feedback and recognition into workplace infrastructure?  Top Takeaways:    Employee experience directly influences how customers perceive and interact with a company. If employees feel valued, engaged, and recognized, that positive environment shows up in customer interactions.   High attrition is a design problem, not a people problem. It is a symptom of an organization that fails to support and motivate its employees.  Because of technology, the friction that made it difficult for employees to switch companies, like location limits and time-consuming application processes, have largely disappeared. Organizations must not only work harder but also be more intentional about designing a work experience that retains top talent.  Feedback and recognition are not just perks. They should be built into the workplace experience, so employees know their contributions matter and feel motivated to keep excelling. Employees thrive when they receive regular, positive feedback for good performance, not just corrective feedback for mistakes.  Human behavior is universal, therefore,  can be predictable. Successful companies leverage the science behind that, along with gamification, to make work more interactive, rewarding, and effective.  Leaders can intentionally design work environments that create the right behaviors, motivation, and employee satisfaction, creating an employee experience where people want to stay and do their best.  Purpose makes the job meaningful. While a paycheck matters, today's employees want a sense of purpose and belonging. When leaders ignore these needs, employees feel unmotivated and disconnected.   Plus, Shep and Jimmy share more insights from his new book, The Engagement Architecture, on why teams underperform and how leaders can design an environment that changes that. Tune in!  Quote:   "Workplaces that are mundane, repetitive, and have high attrition need to architect a system that is engaging, rewarding, and provides recognition. This is what drives performance, productivity, and retention."  About:    Jimmy Chebat is the founder and CEO of ZIZO Technologies. With over twenty years in frontline operations, his book The Engagement Architecture guides leaders on designing environments that improve team performance.  Shep Hyken is a customer service and experience expert, New York Times bestselling author, award-winning keynote speaker, and host of Amazing Business Radio.    Learn more about your ad choices. Visit megaphone.fm/adchoices

Are you interested in retaining your best people on your team? It might just be a leadership and culture problem (or opportunity).   For Full Show Notes Visit: https://www.jasonvbarger.com/podcast/retention-culture-problem/   Jason explores why losing your best people isn't just a market condition—it's a leadership and culture problem, and shares a proactive framework to reverse the trend. Please rate and review the podcast to help amplify these messages to others! Summary: In an era of intense competition for top talent, why are so many organizations struggling with a revolving door of their best people? In this solo episode of The Thermostat, Jason V Barger breaks down the reality that employee retention is rarely just a recruitment or compensation issue—it is a direct reflection of an organization's leadership climate. With 57% of employees reporting that a deep distrust in their leadership makes them consider leaving, Jason challenges executives to take immediate ownership of their internal ecosystem. This conversation moves beyond standard HR exit interviews to address the core mechanics of proactive culture building. Jason explores his foundational mantra: "what we allow lingers and what we teach triggers," explaining how toxic behaviors silently suffocate teams and become the default culture when left unaddressed. He then outlines six concrete strategies to transform retention from a defensive panic into a proactive, value-driving competitive advantage. Essential listening for C-Suite executives, HR directors, and team leaders committed to shaping compelling cultures, this episode offers actionable insights on conducting stay interviews, co-creating behavioral standards, and breathing much-needed oxygen into your daily operations. Episode Notes & Timestamps: Intro: Jason welcomes listeners and sets the stage for a conversation on why retention is fundamentally a leadership opportunity. A Milestone Celebration: Thanking the audience as The Thermostat reaches over 345 episodes and continues to grow. The Trust Deficit: Analyzing the staggering statistics that reveal why top talent is actively looking for the exit, including the 57% of employees who consider leaving due to leadership distrust. Allow Lingers vs. Teach Triggers: Deconstructing how toxic behaviors fester into default culture when ignored, and how teaching new habits creates a positive chain reaction. Identify and Intervene: Why the best organizations don't wait for exit interviews and instead proactively conduct "stay interviews" with their top talent. 2 & 3. Articulate and Co-Create: The necessity of clearly defining your future culture and identifying the specific daily actions and behaviors that align with it. Optimize Hiring and Onboarding: How to infuse new hires with your company's cultural DNA and expectations during their critical first 90 days. 5 & 6. Emerging Leaders and Congregation: Investing in the next generation of thermostats and utilizing regional culture summits to realign focus. Questions to Ponder: Jason leaves leaders with reflection prompts to help audit their current retention strategy and calibrate their personal thermostat. Key Takeaways for Leaders: Proactive Intervention: Don't wait for a top performer to give their two-week notice. Identify the people you need to retain right now and proactively intervene to ensure they feel valued and developed. Trigger Positive Habits: Understand that what you allow lingers. Actively address toxic environments and teach clear, expected behaviors to trigger a healthier cultural ecosystem. Continuous Calibration: Culture is not static. Use regional summits, intentional onboarding, and ongoing leadership development to continually breathe oxygen into your team. Listen to the full episode and access show notes at: https://jasonvbarger.com/podcast/retention-is-a-leadership-and-culture-problem/ Bio: Jason Barger is a husband, father, speaker, and author who is passionate about business leadership and corporate culture. He believes that corporate culture is the "thermostat" of an organization, and that it can be used to drive performance, innovation, and engagement. The show features interviews with business leaders from a variety of industries, as well as solo episodes where Barger shares his own insights and advice. Connect: Subscribe to our channel: https://www.youtube.com/@JasonVBarger Make Your 2026 Effective! Book Jason with your team at https://www.jasonvbarger.com Like or Follow Jason

Most operators treat agency spend like weather, something that happens to you. Blake Thiess doesn't buy it.Blake has hired hundreds of healthcare professionals without agency. In his most recent role he went three years with zero agency usage and averaged 25 days to offer — less than half the industry average. At Prestige Care he cut agency spend by $3 million in one year. He walks me through how, and almost none of it costs money.Key takeaways:Speed is the game. Two or three interviews max. Beat everyone to the candidate decision.Employer brand is free if you'll do the work. Team members on camera, and job posts that answer "what's in it for me?"AI is a polisher, not a decider. The recruiters who survive can influence a human to take a call.Recruiting isn't a cost center — but you have to prove it. Show the CFO the agency dollars you didn't spend.Retention is a recruiting strategy. Career lattices, plus the courage to promote from within.Notable quotes:"Nobody wants to read a three-page bullet point list of all the stuff you're gonna be doing. That's bad berries, as my grandpa would say.""It was a 30-minute video interview with an AI recruiter, and it scared me. This person was better than most recruiters I know.""Have the courage and audacity to promote people into roles they haven't served in before."Mentioned in this episode:Blake Thiess on LinkedIn — https://www.linkedin.com/in/blakethiessBlake's articles on ERE — https://www.ere.net/authors/blake-thiessPrestige Care — https://www.prestigecare.comGem, the recruiting CRM Blake implemented — https://www.gem.comAbout Blake: Blake Thiess is a healthcare talent acquisition leader with over a decade building recruiting and employer brand functions in senior living, skilled nursing, and post-acute care. As Director of Talent Acquisition at Prestige Care he supported roughly 75 locations across eight states and cut agency spend by $3 million in one year. Most recently, as Director of Recruiting at Trinity Hospice, he kept the organization agency-free for three years while averaging 25 days to offer. He holds his PHR and SHRM-CP and is currently open to his next role.

Send us Fan MailThrowing spaghetti at the wall can't fix broken fundraising systems. On this week's episode of The Small Nonprofit Podcast, Maria Rio, a fundraising expert with over 15 years of experience, shares what it actually takes to turn acquisition and retention into a repeatable system instead of a scramble. You'll learn how to move donors through each stage of the funnel, from total stranger to lifelong supporter, and why retention deserves more of your attention. This episode is Part 1 of Maria's live workshop, "How to Get More Donors, Retain Your Base, and Deepen Their Connection," recorded for a cohort of nonprofit leaders.Connect with Maria on LinkedInWatch The Golden Circle by Simon Sinek (TED Talk)Check out the What The Fundraising podcast here.Support the show

Dr. Oriaku Kas-Osoka and Dr. Audrea Burns discuss their article in press at Academic Pediatrics on under represented in medicine pediatric residents' perspectives on how belonging impacts professional identity formation.  Read the full article here:  https://www.academicpedsjnl.net/article/S1876-2859(26)00106-3/fulltext The podcast episode on microaggressions mentioned in the segment is available here: https://podcasts.apple.com/us/podcast/nuts-and-bolts-be-an-active-bystander/id1316140783?i=1000678766975

Hour three of DJ & PK for August 31, 2026: Frank Dolce, Former Utah Football quarterback David Nixon, former BYU Football linebacker Morgan Scalley upbeat heading into his debut at Rice-Eccles Stadium

The entirety of DJ & PK for September 1, 2026: HOUR ONE Bronco Mendenhall, Utah State football head coach Morgan Scalley, Utah Football head coach Kalani Sitake, BYU Football head coach HOUR TWO What is Trending: BYU, Utah, Utah State, College Football, NFL, and MLB USC responds to empty crowd in Week 0 win, expects better attendance. How can USC be taken seriously? Morgan Scalley says “Yes, I’m very blessed with a president that’s a Utah guy, an AD that is fully supportive. We have a really good thing going on right now.” What's your reaction? HOUR THREE Frank Dolce, Former Utah Football quarterback David Nixon, former BYU Football linebacker Morgan Scalley upbeat heading into his debut at Rice-Eccles Stadium HOUR FOUR Recalibrating expectations for Utah and BYU to compete for conference championships with Texas Tech Slacker Radio Headlines Feedback of the Day

Posting video is no longer enough to make your brand stand out on social media. In this episode, Emma breaks down the three elements that separate forgettable video content from videos that earn attention. You'll learn why the opening seconds of every video matter, how stronger hooks can grab attention, and why watch time should influence the way you structure your content. Emma also explains how forward momentum, open loops, visual changes, B-roll, and strategic editing can make sure your message lands. Finally, you'll learn why the strongest videos feel native to social media instead of looking like traditional advertisements. If your videos are getting published but not getting watched, this episode will show you how to give your audience a reason to remember your brand.   Listen in as Emma explains: Why forward momentum keeps viewers engaged through your entire video How strategic editing improves watch time and audience retention Why social-first video feels more human and drives stronger connection   And much, much more!  

"Send me a text"Retention isn't an email problem. In supplements it's a full funnel problem, and I'll show you why. In this episode I discuss the payback period problem in supplements. The reorder gets decided long before anyone sends a retention email. I break down what's really happening in your customer's head around day thirty, why the first sale needs all four supplement buying forces but the second one runs on hope and belief, and five changes that shorten payback. Four of them happen before your customer ever takes the first dose.Learn more about The Supplement Business Accelerator Group at https://creativethirst.com/groupIf you're interested in working with me and my team to improve your supplement business. You can learn more at my website https://creativethirst.comClick here to grab your copy of the Health Supplement Ad Swipe Guide.Discover what really works in funnel marketingNeed help increasing sales on your own? Click hereStuck at $1 - $5M in revenue? Click HereCase Study on how Creative Thirst added over $200,000 for one supplement brand

In this episode, Caren Lewis, Senior Vice President and System Chief Nursing Executive, MultiCare Health System, discusses strategies to improve nurse retention, strengthen nursing leadership and expand the workforce pipeline. She also shares how MultiCare is partnering with academic institutions and using flexible education pathways and specialty residencies to prepare and support new nurses.

This edWeb podcast is sponsored by Immersive Reality USA, GBCStories, and The VR School.The edLeader Panel recording can be accessed here.As immersive reality and interactive 3D learning experiences become more common in K-12 instruction, educators and school leaders are exploring where these technologies may have the greatest impact on student engagement, access, retention, and curiosity across diverse learning environments. This edWeb podcast explores how interactive 3D curricula and immersive learning environments work together to create engaging learning experiences by examining the instructional differences between traditional digital content and immersive experiences that foster a greater sense of presence.Listeners hear from a superintendent who led an early district implementation of immersive, headset-free learning environments in both general and special education classrooms, alongside an expert in immersive learning and an education strategist who works with school districts on educational technology implementation. Together, they explore how interactive 3D curricula and immersive learning environments complement one another, what these approaches look like in practice across grade levels, and how district leaders can evaluate whether they are the right fit for their schools.Listeners leave the session able to:Explain how immersive reality and 3D curricula differ from traditional video, VR headsets, and other educational technology tools, and how presence impacts learning outcomesIdentify practical examples of immersive reality supporting general education, special education, and sensory-diverse learnersEvaluate readiness factors, including budget, infrastructure, staff buy-in, and instructional design, before piloting immersive reality in a district or schoolApply lessons learned from an early-adopter district to their own planning and stakeholder conversationsListeners leave with a practical framework for evaluating the instructional impact of immersive learning initiatives, key implementation considerations for their own schools or districts, and lessons learned from an early-adopter district. This edWeb podcast is of interest to elementary through high school teachers, school leaders, district leaders, special education teachers, education technology leaders, and community college professors.Immersive Reality USAAn Immersive Reality space breaks down barriers, making almost any experience possible.GBCStoriesA cutting-edge collaborative, multi-sensory virtual environment for educationThe VR SchoolThe World's First WASC-Accredited Wiley-Powered Digital AcademyDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Learn more about viewing live edWeb presentations and on-demand recordings, earning CE certificates, and using accessibility features.

745:  Energy Hacks - Lighting, Music & Ambience That Boost Retention 

Heather Dunn, Chief People Officer at Brex, joined us on The Modern People Leader. We talked about Brex's rapid acquisition by Capital One and how Heather led through diligence, communication, and integration.----  Sponsor Links:

The mechanic shortage is hitting the auto repair industry hard. See why the focus on four-year degrees is creating a technician gap. This video analyzes the current state of the automotive technician workforce, referencing concerns from industry leaders like Ford's CEO. We examine why shops are struggling to hire and retain talent, and what this means for the future of vehicle maintenance and service. By prioritizing university education over skilled trades, many industries are seeing a decline in qualified labor. This breakdown highlights the critical need for trained professionals to fill the void left by a shrinking pool of applicants. Whether you are considering a career in mechanics or simply want to understand why your repair bill is rising, this overview explains the systemic shifts affecting your local garage.Grab a copy of my book:https://partsmanagerpro.gumroad.com/l/qtqaxFull Video On Youtube:https://youtu.be/lp2dnWkmT10?si=n3WGz14DPQMOsmYqBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-motor-files-podcast--4960744/support.

In this episode, Caren Lewis, Senior Vice President and System Chief Nursing Executive, MultiCare Health System, discusses strategies to improve nurse retention, strengthen nursing leadership and expand the workforce pipeline. She also shares how MultiCare is partnering with academic institutions and using flexible education pathways and specialty residencies to prepare and support new nurses.

In this episode, Caren Lewis, Senior Vice President and System Chief Nursing Executive, MultiCare Health System, discusses strategies to improve nurse retention, strengthen nursing leadership and expand the workforce pipeline. She also shares how MultiCare is partnering with academic institutions and using flexible education pathways and specialty residencies to prepare and support new nurses.

Adam Coupe, owner of a New York-based landscaping company discusses the operational philosophies of running a high-volume service business, including how his single crew manages 150 weekly mowing properties through route density. Coupe shares his preference for staying in the field rather than focusing on administrative tasks, emphasizing that owners should build a business structure that aligns with their personal happiness. The conversation also covers the importance of client screening, using specific equipment for finished property work, and maintaining a debt-free financial model. Additionally, Coupe reflects on the economic lessons learned during the 2008 recession and the value of professional CRM systems for growth.  Key Takeaways: Focus on accumulating small, consistent wins to build your overall success instead of constantly chasing high-stress, high-risk projects. Learn to comfortably say "no" to opportunities that do not align with your geographic boundaries or target audience to keep your daily schedule highly efficient. Build your career or business around the day-to-day work you actually enjoy rather than forcing yourself into administrative roles just to follow standard industry advice. Adopt a rainy-day financial mindset by actively saving for future replacement costs and avoiding debt so you can start every workday with a completely clear mind. Recognize that running an organization and managing people are two completely different jobs that require entirely separate skill sets and mindsets to master. Connect with Auman Landscape

Admiral Foggo sits down with the Honorable Ben Kohlmann, Assistant Secretary of the Navy for Manpower and Reserve Affairs, for a wide-ranging conversation on recruiting, retention, and readiness and to discuss the work he does every day to modernize the Department of the Navy's workforce. The two talk recruiting, retention, and readiness across the active and reserve force, and Kohlmann shares how he's excited to draw on his experience in the private sector to drive change inside the military.Season 5 of Maritime Nation is produced in partnership with Johnson Group Defense.

Protection strategies are the “glue” that holds a plan together when illness, disability, care needs, or death disrupt it. The advisors and institutions most likely to gather and retain assets are those that ask better questions, uncover and solve for risks before they become crises, involve the family, and coordinate the right expertise.In part two of this discussion, we cover how to get more advisors to utilize protection strategies, effective discovery, and leadership's role in institutionalizing the critical practice of asset protection.Listen in as our panel digs into these important challenges.Jeffery Roy – Hancock WhitneyRuss Harton - CeteraAlex Sarafianos – Regions

Mike & Shauna are back behind the mic and we've got some unfinished business. In this episode, we're talking about where we've been, what's changed, and why we're excited about what's next. We also dive into one of the biggest shifts happening in the lash industry: **UV lash technology**. We break down how UV lashing works, why it can create a more controlled and consistent curing process, the misconceptions surrounding it, and what lash artists need to know before making the switch. A lot has changed. So have we. **We're back. Let's get to work. ⚡️** Shop products at https://livbaysupplies.com/

On today's episode, Alastair MacDonald joins Dr. Mark Costes during the Dental Success Summit 2026 for a powerful conversation on dental practice partnerships, equity, growth, and retention. Together, they unpack why many partnerships fail, especially when they are built from fear, scarcity, or a desire to retain an associate before that person is truly qualified for ownership.  Alastair explains the difference between giving equity as a reaction and designing a partnership with clear incentives, contribution, responsibility, authority, and long-term alignment. He also breaks down why high-producing associates are not always the best ownership candidates, how to think about qualification versus qualities, and why owners must use math, structure, and honest conversations to determine whether partnership, increased compensation, or another path makes the most sense. Be sure to check out the full episode from the Dentalpreneur Podcast! EPISODE RESOURCES https://www.truedentalsuccess.com Dental Success Network Subscribe to The Dentalpreneur Podcast

Send us Fan MailThere is a moment in your career when you may still be showing up to meetings, answering emails, and doing your job, but something inside you has already shifted.You have not resigned yet. You may not even be actively job searching. But you have stopped believing there is a real future for you where you are.I call that moment “crossing the bridge.”In this episode of The Mid-Career GPS Podcast, I'm talking about what happens when a mid-career professional emotionally detaches from their job long before they turn in their notice. If you are feeling disengaged, overlooked, stalled, or uncertain about whether to stay or leave, this episode will help you slow down, get honest, and make a more intentional career decision.I share a story from my own leadership experience when a simple set of one-on-one questions revealed something I could not ignore. People on my team were already planning their exits. Within a few months, nine out of ten of them had moved on. That experience taught me a powerful lesson about employee disengagement, leadership, retention, and what people need before they decide there is no future left for them inside an organization.Crossing the bridge is not the same as having a bad day, feeling frustrated, or being disappointed by one decision. It is deeper than that. It is the point where hope starts to disappear.For many mid-career professionals, that happens after repeated missed promotion opportunities, unclear feedback, broken trust, leadership changes, stalled growth, or a growing disconnect between where the organization is headed and what they want for their career.If you have been wondering whether it is time to leave your job, this episode will help you examine what is really going on before you make your next move. I walk you through practical career coaching prompts to help you clarify what you need, advocate for yourself, explore internal opportunities, and decide whether your next chapter can happen where you are or somewhere else.I also flip the lens to leadership development and employee retention. If you are a manager or senior leader, this episode will help you notice the warning signs before a resignation lands in your inbox. Great employees rarely leave in one moment. They often leave in stages. By the time they resign, they may have been emotionally gone for months.And when someone has truly crossed the bridge, more money or a counteroffer may not solve the real problem. Sometimes the most effective leadership move is not convincing them to stay. It is helping them finish strong, transfer knowledge, leave with dignity, and preserve the relationship.In This Episode, You'll Learn:• What “crossing the bridge” means in your career• Why people often leave emotionally before they resign officially• A real leadership story about one-on-ones that revealed who was preparing to leave• The warning signs of disengagement, emotional detachment, and lost hope at work• Why frustration alone does not always make someone leave• What changes when a mid-career professional stops believing there is a future where they are• How stalled growth, missed promotions, broken trust, and leadership changes affect retention• Questions to ask yourself before deciding to resign• How to communicate what you need before you decide to leave• Why internal career options should be explored before jumping too quickly• What managers should notice before a resignation happens• Why counteroffers often fail when money is not the real issue• How strong leaders help employees finish well and exit with dignityCareer Coaching Questions to Ask YourselfIf you are wondering whether you have crossed the bridge in your current job, start by asking yourself:• Do I still believe there is a future for me in this organization?• Have I clearly communicated what I want next in my career?• Have I advocated for the promotion, opportunity, visibility, or leadership role I want?• Am I reacting to a frustrating moment, or am I responding to a repeated pattern?• What would need to change for me to feel re-engaged?• Have I explored internal opportunities before assuming I need to leave?• Am I staying because I want to be here, or because I am afraid to make a move?These questions matter because career clarity does not come from panic. It comes from telling yourself the truth and making a strategic decision from there.For Leaders and ManagersIf you lead a team, this episode is also an invitation to pay closer attention.Your best people may not always tell you they are disengaged. They may keep performing. They may stay professional. They may continue delivering results. But underneath the surface, they may already be deciding whether they still have a future with you.Strong leaders notice the shift before the resignation. They ask better questions. They listen for what is not being said. They create space for honest career conversations before it is too late.And when a valued employee decides their next opportunity is not available inside the organization, strong leaders help them leave well. That means helping them finish strong, transfer knowledge, preserve relationships, and exit with dignity.Retention is not only about keeping people. It is also about leading them well, even when their next chapter is somewhere else.Why This Matters for Mid-Career ProfessionalsAt mid-career, your decisions carry more weight. You are not just looking for any next job. You are looking for a role, organization, and career path that align with who you are now and where you want to go next.If you are feeling stuck, overlooked, or disconnected from your work, this episode will help you determine whether you are dealing with a temporary frustration or a deeper career signal.You deserve to make your next move with clarity, not resentment. You deserve to know whether there is still room for you to grow where you are or whether it is time to build your next chapter somewhere else.Listen to This Episode If You Are:• Thinking about leaving your job but unsure whether it is the right move• Feeling disengaged, overlooked, or emotionally detached at work• Wondering whether you still have growth potential in your current organization• Struggling after being passed over for a promotion or leadership opportunity• Trying to decide whether to stay, transfer internally, or start a job search• Leading a team and wanting to improve retention and employee engagement• Managing someone who may be preparing for their next career move• Looking for career clarity, leadership growth, and a more intentional next stepIf this episode made you realize you may have already crossed the bridge in your current role, do not rush your next move. Get clear first.Take time to identify what you want, what you need, what you have already asked for, and whether your next opportunity can happen where you are or somewhere else.And if you are ready to get more strategic about your next career move, I invite you to connect with me and explore how coaching can help you build your Mid-Career GPS with more clarity, confidence, and direction.Support the showIf this episode resonated with you and you want more support in how you SHOW UP for your career and life, there are two ways we can work together.Learn more about my SHOW UP Leadership Lab, my monthly membership program, at https://www.johnneral.com/showupIf you would like to learn more about how I can help you as your leadership and career coach, visit https://www.johnneral.com/workwithme.Get John's free weekly leadership and career newsletter at https://www.johnneral.com/the-mid-career-gps-newsletterOther ways we can connect:Connect with John on LinkedIn here.Get John's books on Amazon here.  Follow John on Instagram @johnneralcoaching. Subscribe to John's YouTube Channel here.  Please leave a rating and review on Apple Podcasts here.This podcast is listed in Feedspot's Top 90 Best Executive Career Podcasts.https://podcast.feedspot.com/executive_career_podcasts/

For decades, the standard HR playbook has been attract, retain, develop. Jason Desentz thinks the order is wrong.As Chief Human Resources Officer of Toshiba America, Desentz starts with the people already inside the business. In technical fields where experienced employees can take a year or more to train, retention is not simply an HR metric. It affects how quickly a company can grow, respond to new demand and capitalize on emerging markets. That equation is becoming even more important as AI infrastructure drives investment in energy and advanced technology while manufacturers compete for a limited pool of skilled technical talent. Desentz brings an unusually business-first perspective to HR. He evaluates people decisions against ROI, challenges his team to experiment with AI, and argues that HR leaders need to understand the technology, operations and economics of the companies they serve. At the same time, his approach is deeply human: listen to employees, get creative about the employee experience, invest in development and give people opportunities to try something new. From rebuilding pathways into manufacturing to preparing 6,000 Toshiba employees across the Americas for AI, this conversation explores what changes when people strategy becomes business strategy. In this episode:Why the return of U.S. manufacturing is colliding with a technical talent pipeline weakened by decades of offshoringHow AI-driven data centers are creating new workforce demand across energy, infrastructure and field serviceWhy Desentz puts retention before attraction when thinking about talent strategyHow Toshiba evaluates the ROI of retaining highly specialized employees who can take more than a year to trainWhy CHROs need to understand the CEO, operations, technology and business economics, not just HRHow high-school co-ops, technical education and experiential learning can rebuild pathways into manufacturing careers3 Big Takeaways1. Your workforce strategy is part of your growth strategy. Toshiba sees significant opportunity as AI and data-center investment drives demand for energy generation, storage and infrastructure. But capturing that opportunity requires having specialized technical talent available when demand arrives. For a CHRO, workforce capacity becomes a strategic constraint that has to be planned alongside growth.2. Calculate the business value of retaining technical expertise. Some Toshiba field-service employees require more than a year of training to service complex equipment. Desentz estimates losing one could cost roughly $100,000, before accounting for the time required to rebuild that expertise. That changes the economics of retention: spending creatively to improve an employee's experience can be far less expensive than replacing specialized capability.3. Build AI capability by giving employees real problems to solve. Toshiba launched a six-course AI-readiness curriculum through Toshiba University, but Desentz didn't stop at instruction. His HR organization formed teams to build AI agents around actual business needs, including payroll, attendance and recruiting. Employees learned the technology by applying it, while Toshiba surfaced tools it could potentially deploy in the business.We want to hear from you! Send us a text.Instagram - Facebook - YouTube - TikTok - Twitter - LinkedIn

Every health system is racing to adopt AI scribes, ambient listening, and predictive staffing tools, promising safer, more efficient care. But what about the people on the receiving end of all that innovation? On this episode of Elevate Care, host Tessa Misiaszek talks with Gerry Lupacchino, Senior Vice President of Human Experience at Hartford HealthCare, about what it really takes to keep technology adoption grounded in human connection. Gerry shares how Hartford HealthCare built its ambitious goal of becoming the most consumer-centric health system in the country on a foundation laid back in 2015: the belief that a strong colleague experience drives a strong patient experience. He explains why physicians, not administrators, are leading the organization's AI governance councils, and how tools like ambient listening are giving clinicians back the human connection that electronic health records once crowded out. The conversation takes an unexpected turn when Gerry describes a pattern few healthcare leaders talk about: it's often younger patients, not older ones, who are more hesitant about health technology and data sharing. He and Tessa dig into what that means for access, trust, and the responsibility health systems carry in meeting patients, and colleagues, exactly where they are. Key Takeaways Colleague experience drives patient experience. Hartford HealthCare's consumer-centricity strategy began with a commitment to how colleagues are listened to, communicated with, and treated, long before it became a patient-facing initiative. Physician-led AI governance builds trust. Hartford HealthCare's AI and innovation councils are led by physicians, ensuring new technology serves clinical judgment rather than replacing it. Younger patients aren't always the early adopters. Contrary to assumption, some of the strongest resistance to health technology and data sharing comes from younger consumers, not older ones. Ambient listening restores human connection. By removing the burden of manual documentation, ambient technology allows physicians to make eye contact, sit with patients, and focus on the conversation instead of the screen. Access meets people where they are. From a 24/7 virtual primary care app to an in-airport health kiosk, Hartford HealthCare is redesigning access points around how people already live, not how healthcare has traditionally been delivered. Leadership development matters as much as patient-facing technology. An AI coaching tool built on Hartford HealthCare's own leadership framework is helping managers build confidence and consistency across a newly hired workforce. Chapters 00:00 – Introduction to Human Experience in Healthcare 01:39 – Defining the Role of SVP of Human Experience and Culture 05:27 – What Consumer-Centric Care Really Means 07:44 – Physician-Led AI Governance and Adoption 12:26 – Restoring Human Connection through Ambient Technology 15:27 – Why Younger Patients Resist Health Technology 19:38 – The Health System's Role in Patient Education 23:15 – Technology for Colleague Engagement and Retention 30:27 – Advice for Leaders Starting Their AI Journey Meet Gerry Lupacchino Gerry Lupacchino serves as Senior Vice President of Human Experience at Hartford HealthCare, where he leads teams spanning physicians, nurses, advanced practitioners, and licensed clinical social workers on the patient experience side, alongside organizational development professionals focused on the colleague experience. Over his ten years with Hartford HealthCare, the organization has grown from three hospitals and roughly 10,000 employees to ten hospitals, 600 locations, and 48,000 employees. Gerry's work centers on a guiding belief: healthcare organizations that want the best patient experience need to start with the best colleague experience. Learn more about Hartford HealthCare's approach to human experience at hartfordhealthcare.org. Explore Solutions for Smarter Workforce ManagementWe're proudly sponsored by AMN Healthcare, the leader in healthcare staffing and workforce solutions. Explore their services at AMN Healthcare.Learn how AMN Healthcare's workforce flexibility technology helps health systems cut costs and improve efficiency. Click here to explore the case study and discover smarter ways to manage your resources!Discover how WorkWise is redefining workforce management for healthcare. Visit workwise.amnhealthcare.com to learn more.About The Show: Elevate Care delves into the latest trends, thinking, and best practices shaping the landscape of healthcare. From total talent management to solutions and strategies to expand the reach of care, we discuss methods to enable high quality, flexible workforce and care delivery. We will discuss the latest advancements in technology, the impact of emerging models and settings, physical and virtual, and address strategies to identify and obtain an optimal workforce mix. Tune in to gain valuable insights from thought leaders focused on improving healthcare quality, workforce well-being, and patient outcomes. Learn more about the show here. Find Us On:WebsiteYouTubeSpotifyAppleInstagramLinkedInXFacebook Powered by AMN Healthcare Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Today for "Everyday Money #4":-- For a long time, consumer finance has rested on a familiar assumption: growth costs money, and user acquisition is usually one of the biggest line items. If a company wants to scale, it tends to pay for that growth through ads, incentives, referrals, or distribution deals. That is why the idea of a $0 CAC consumer finance product is so compelling. The closest analogy is product-led growth. In PLG, the product itself does the heavy lifting: users try it, get value quickly, and often bring others in through usage and word of mouth. A strong consumer finance product can work in a similar way, but with higher stakes. In that case, growth comes from utility, habit, and repeat usage. People keep returning because the product solves a real financial problem well enough to become part of their routine. They tell others because it is genuinely useful. They expand their use over time because it earns more and more trust. That changes the business logic in a meaningful way. When acquisition costs fall toward zero, product quality matters even more. Retention matters more. Word of mouth matters more. The degree to which the app fits into someone's financial life becomes central. A consumer finance product is no longer just competing for attention; it is competing to become part of someone's default behavior. The most plausible path to $0 CAC usually comes from alignment. Sometimes that shows up through network effects, where the product becomes more useful as more people use it. Sometimes it comes through embedded distribution, where the product sits naturally inside another workflow or platform. Sometimes it comes from a strong utility loop, where the user has a reason to return without needing to be re-acquired. And sometimes it comes from being so specific and valuable that users effectively become the channel. There is still an important caveat. [Learn more in the episode]-- The podcasts are authored, edited and produced by Raph Grieco (⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠raphael-grieco.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠olivecapital.vc⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠).

FOLLOW UP WITH ANDREWX: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://x.com/andrewjfarisEmail: podcast@ajfgrowth.comWork With AJF Growth: https://ajfgrowth.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠00:00 Intro: Understanding Returning Customer Ad Spend03:29 Why Retention Ad Spend Can Drive Incremental Revenue08:17 Which Brands Should Spend on Retention?10:36 Product Releases & Retention Advertising13:08 How to Measure Returning Customer Spend14:14 Combining New & Existing Customer Spend16:27 Which Brands Should NOT Spend on Retention?19:13 How to Define Retention Audiences in Meta21:40 Measuring Incrementality & Conversion Lift24:20 Final Thoughts & Key TakeawaysINTELLIGEMSIntelligems brings A/B testing to business decisions beyond copy and design. Test your pricing, shipping charges, free shipping thresholds, offers, SaaS tools, and more by clicking here: https://bit.ly/42DcmFl. Get 20% off the first 3 months with code FARIS20.MORE STAFFINGRecruit, onboard, and train incredible virtual professionals in the Philippines with my friends at More Staffing by visiting https://morestaffing.co/af.

https://directtoconsumer.typeform.com/DTC-Brand?utm_source=podcast-640&utm_medium=podcastTo Subscribe to DTC Newsletter - https://dtcnews.link/signupHannah Fleming runs performance marketing at Carve Designs (carvedesigns.com), the Northern California swim and apparel brand founded in 2003 and acquired by Komar Brands in December 2025. Before Carve she spent years at Amer Sports on the digital team behind Salomon, Atomic, Suunto, Arc'teryx and Wilson.If you run retention or growth at a brand with a seasonal core product and a loyal base you have not fully mined, this one is for you.What's inside:The retention rebuild: what was already working at Carve after 20 years, and the one thing they were not doing with their customer dataMapping the full customer journey in Figma, then finding the gaps where nobody was talking to the customer and the places where they were talking too muchRFM segmentation as the floor, then layering category purchase behavior on top to move a swim buyer into denimThe cohort analysis that changed the media mix: dresses and accessories produced the highest-LTV customers, so those categories now lead the creative and seed the look-alikesDirect mail as a performance channel: 5 to 6 catalogs a year to prospects and past buyers, plus programmatic postcards that only drop if the email win-back does not convertEmployee-generated content, and how one test turned into a full content pipeline with the organic social team shooting UGC-style video on the catalog shootsConnected TV without a commercial budget: an agency turns UGC and EGC into the spot, the founder does the voiceover, and success is measured on cost per site visit with MMM picking up the Amazon haloLoyalty built on early access and product feedback instead of percent-off, with roughly 2x the LTV of a non-memberQ4 without heavy discounting: point multipliers and added value inside the tentpole momentsWhat she is using AI for right now, from LTV dashboards in Moby 2 to Orita surfacing customers when they are most likely to buyWho this is for: retention and lifecycle leads, growth marketers at seasonal brands, and operators who moved from a big portfolio company to an SMB.What to steal: run LTV by first-purchase category before you plan next season's creative mix. And give partnership content 6 to 12 months before you call it. Hannah says that is how long it took at Carve before influencer content started working.Follow Hannah: LinkedIn, Hannah Fleming | carvedesigns.comTimestamps:00:00 Building Loyalty Beyond Discounts05:00 Using Customer Segmentation for Retention10:00 Direct Mail as a Performance Channel16:00 Building a High-Value Loyalty Program24:00 Testing Direct Mail and Connected TVSubscribe to DTC Newsletter - https://dtcnews.link/signupAdvertise on DTC - https://dtcnews.link/advertiseWork with Pilothouse - https://dtcnews.link/pilothouseFollow us on Instagram & Twitter - @dtcnewsletterWatch this interview on YouTube - https://dtcnews.link/video

If you're building a business where actual humans pay you to work with them, there's a part of it almost nobody is talking about — and it's the part that determines whether people buy from you, stay with you, and tell other people about you. And it's not your marketing – it's the experience.In this episode I'm joined by my friend Natalie Madrigal, founder of Perfect Your CX, who spent more than a decade in customer success and community across tech — including Meta and Google for Education — before building a business helping expert-led businesses turn the customers and community they already have into their biggest source of growth, revenue and referrals. (She's also on the panel at Passionate & Prosperous LIVE! this October, and I could not wait to have this conversation with her!)In this juicy episode Natalie and I cover a lot of ground! We get into why the experience someone has with you starts long before they ever pay you a dime, and what it means to deliver on the promise your brand is making. We talk about the trust recession — where it came from, what the boom of the last few years did to people's willingness to invest, and how much of that comes down to people buying things and then being completely abandoned. And one of the things we are both obsessed with is how the customer experience has been flattened into "systems and automations" in the online space, and why that's backwards — because this is actually one of the best places in your whole business to let your personality and your judgment show. We break down the difference between being salesy and making someone feel special (which is something I coach on constantly!) And we geek out on retention as a revenue strategy, which almost nobody in this industry talks about.In this episode you'll hear:Where the customer experience actually begins — and why it's much earlier than most people thinkWhy "customer experience" is not the same thing as systems and automations, and what gets lost when you treat them as interchangeableWhat the trust recession is, where it came from, and what it means for anyone selling human-centered work right nowThe difference between being pushy and making someone feel seen — and why following up is not the same as being salesyWhy retention might be the most overlooked revenue strategy in this entire industryWhat to actually automate, what to keep your own eyes on, and how to tell the differenceThe small, unglamorous things you can start doing right now, whether you have three clients or three thousandNatalie is a sponsor and will be at Passionate & Prosperous LIVE! for both days this October, as well as on the panel — The Human Edge: Building Your Personal Brand in the Age of AI. Every single attendee is getting access to the suite of apps she's built, plus a personalized onboarding session with her.And if you want the free gift she mentions on the show — find her on Instagram, send her a "hey," tell her you came from my world, and she'll let you pick one.Find Natalie:Instagram: @perfectyourcxLinkedIn: https://www.linkedin.com/in/natalie-madrigal/Perfect Your CX: https://perfectyourcx.com/Passionate & Prosperous LIVE!: Your Genius Edge is happening October 16th & 17th in New York City. GET YOUR TICKET HERE!

In this episode, we dive into how businesses use text messaging to drive revenue.Amanda McGuckin Hager, CMO and CRO of TrueDialog, shares how her platform helps brands connect marketing, sales, fulfillment, and support into one seamless text conversation with every customer.She reveals why opt-in compliance is the foundation of a valuable first-party list, how RCS is transforming texting into a branded, interactive experience, and how the right onboarding and integrations can get businesses sending compliant messages in days.Topics discussed in this episode:  Why text messaging outperforms email and phone outreach. What goes wrong when departments use disconnected channels. How opt-in and compliance build valuable first-party data. What RCS is and why it's growing fast in the US. How brands use RCS cards, maps, and video in texts. Why a verified sender builds instant brand trust. What legal steps businesses need before texting customers. How message frequency affects customer retention. Links & ResourcesWebsite: https://www.truedialog.com/LinkedIn: https://www.linkedin.com/company/truedialog/Get access to more free resources by visiting the show notes at https://tinyurl.com/nhe9sypp______________________________________________________LOVE THE SHOW? HERE ARE THE NEXT STEPS!Follow the podcast to get every bonus episode. Tap follow now and don't miss out!   Rate & Review: Help others discover the show by rating the show on Apple Podcasts at https://tinyurl.com/ecb-apple-podcasts   Join our Free Newsletter: https://newsletter.ecommercecoffeebreak.com/   Support The Show On Patreon: https://www.patreon.com/EcommerceCoffeeBreak   Partner with us: https://ecommercecoffeebreak.com/partner-with-us/

Why do nearly half of IR residents consider leaving the specialty, and what can be done to change that? On this episode of the BackTable Podcast, Dr. Neil Jain interviews Dr. David Mittelstein, an integrated IR resident at UC San Diego and co-chair of the SIR RFS Recruitment Committee, about the findings of a national SIR survey on interventional radiology resident attrition. They discuss what drives uncertainty, from lifestyle and call burden to job market fears, and highlight the program features that encourage retention, such as structured training, high case volume, and a culture of camaraderie. --- Get the BackTable apphttps://www.backtable.com/app --- This podcast is supported by RADPAD® Radiation Protectionhttps://www.radpad.com/ --- Timestamps 00:00 - Introduction04:31 - From Biomedical Engineering to IR07:41 - Recruitment Committee Mission12:37 - Match Trends Warning Sign15:12 - Survey Design Demographics20:21 - What Factors Matter25:04 - Why Residents Consider Switching30:23 - Recommendation 1 IR Curriculum32:32 - Recommendation 2 More IR Rotation34:10 - Recommendation 3 Build Camaraderie38:30 - Advice for Residents Who Are Doubting41:00 - What's Next for RFS Recruitment43:20 - Wrap Up --- More about this episode The conversation explores free-response themes from the survey, where 78 percent of residents cited lifestyle concerns, 31 percent pointed to job market uncertainty, and 22 percent mentioned call experience as reasons for questioning IR. Retention was linked to structured training (38 percent), high case volume and procedural experience (35 percent), and program camaraderie (18 percent). Dr. Mittelstein and Dr. Jain review three concrete recommendations to improve retention, examine early changes at programs like Georgetown, and offer practical advice to residents who may be quietly doubting their path in IR. --- Resources Episode # 554 Optimizing the IR/DR Curriculum & Experience https://www.backtable.com/shows/vi/podcasts/554/optimizing-the-ir-dr-curriculum-experience --- BackTable Vascular & Interventional (VI) is the go-to podcast for interventional radiologists, vascular surgeons, and interventional cardiologists. Download the free BackTable app to get early access to new episodes, cases, and courses curated by physicians in your specialty. ► https://www.backtable.com/app

What kind of experience do other people have when they work with you? It's a simple question—and one that can transform the way you lead. In this conversation, executive coach and bestselling author Brenda Bence shares lessons from coaching CEOs around the world, along with pivotal moments from her own leadership journey. Through unforgettable stories and practical examples, she explains why great leaders build people before they build businesses, why curiosity and listening matter more than having all the answers, and why the best leaders continually examine the impact they have on others. Whether you lead an organization, a team, or simply want to become a better colleague, Brenda offers wisdom that will challenge you to think differently about the kind of leader you're becoming. Brenda Bence is recognized by Thinkers50 as a Coaching Legend and is ranked by Global Gurus as one of the world's top three executive coaches. She is a Hall of Fame professional speaker and the award-winning author of 12 books, including her latest, Would YOU Want to Work for YOU™? Known as the "Billion Dollar Coach," Brenda has coached dozens of C-Suite executives from many of the world's largest and most recognized corporations. Her passion lies at the intersection of leadership and branding, helping leaders build both the organizations they lead and the individual leadership brands they leave behind. Through Brenda's coaching, global keynote speeches, and award-winning books, she has inspired and developed hundreds of thousands of leaders around the world.  You'll DiscoverWhy growing people must be part of every business strategy. The mindset shift every leader must make to move from expert to leader. How understanding what motivates each employee dramatically improves engagement and retention. Why middle managers determine whether organizational change succeeds or fails. How listening and curiosity create stronger leaders than certainty and control.Connect with Brenda Bence LinkedIn https://www.linkedin.com/in/brendabenceWebsite Brenda Bence https://www.BrendaBence.com BooksWould YOU Want to Work for YOU? https://www.amazon.com/Would-YOU-Want-Work-Performance/dp/B0H5RDP3N1Leading YOU https://www.amazon.com/Leading-YOU-self-leadership-executive-success/dp/1942718012 Check out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedIn

This two-part episode discusses how protection planning is both a client-care discipline and a growth strategy. The advisors and institutions most likely to retain assets are those that ask better questions, uncover and solve for risks before they become crises, involve the family, and coordinate the right expertise. The practical challenge from this episode is straightforward: do not try to sell another product; instead, have a meaningful conversation about protecting well-earned assets.Protection strategies are the “glue” that holds a plan together when illness, disability, care needs, or death disrupt it. Without a documented protection review, clients may face serious consequences and advisors may lose relationships they spent years building. The discussion connects protection directly to business growth. Advisors who address risks that others ignore can differentiate themselves, build trust, gather more of a client's assets, and improve retention through major life transitions.Join our panel of experts as they discuss these important strategies.Jeffery Roy – Hancock WhitneyRuss Harton - CeteraAlex Sarafianos – Regions

Joe Putnam is the founder of Conversion Engine, Conversion Engine is an eCommerce performance marketing agency that has helped Shopify stores scale from six figures to eight figures in as little as 12 months. With a background in direct-response copywriting and growth strategy, Joe specializes in crafting Meta ads, Google campaigns, and retention strategies that actually convert. He's helped brands like Bogey Bros, No Rivals, Salt Mafia, and Back Down South Clothing Co unlock rapid growth, including scaling one store from $650k to $10M in a single year.Joe is passionate about demystifying marketing for entrepreneurs, sharing frameworks and real case studies that help brands build sustainable growth instead of chasing quick wins. When he's not helping brands scale, you'll find him training for triathlons, exploring the outdoors, or investing in the next wave of business growth opportunities.Highlight Bullets> Here's a glimpse of what you would learn…. Strategies for scaling e-commerce businesses from six to eight figures.The importance of bold branding that takes risks and appeals to ideal customers.Insights on the evolving landscape of Meta (Facebook) advertising and its impact on ad performance.The significance of creative diversity in ad campaigns, especially after Meta's Andromeda update.The necessity of understanding financial metrics, such as breakeven ROAS and contribution margins, for informed scaling decisions.The role of emotional storytelling in advertising and its effect on consumer purchasing behavior.The integration of AI tools in marketing processes and the importance of human oversight in utilizing AI-generated content.The need for brands to establish a clear growth strategy and a strong brand identity.The value of retention marketing and creating cohesive customer experiences for long-term loyalty.Case studies illustrating successful scaling strategies and the importance of data-driven insights in marketing.In this episode of the Ecomm Breakthrough Podcast, host Josh Hadley interviews Joe Putnam, founder of Conversion Engine, about scaling Shopify brands from six to eight figures. Joe shares advanced strategies for e-commerce growth, including bold branding, creative diversity in Meta ads, and leveraging AI for customer insights. He emphasizes the importance of emotional storytelling, data-driven decision-making, and retention marketing. The discussion features actionable advice, real-world case studies, and tools for understanding customer psychology, offering listeners a practical roadmap to achieve rapid and sustainable e-commerce growth.Here are the 3 action items that Josh identified from this episode:Choose Your Growth Strategy EarlyDecide whether you'll prioritize aggressive growth (even at lower margins) or profitable customer acquisition from day one. You can't do both—pick one strategy and track your numbers closely.Take a Clear, Polarizing Brand StandDefine the “hill you're willing to die on.” Stand firmly for a specific belief or value so your brand resonates emotionally and your ad creative doesn't try to appeal to everyone.Focus on Retention, Not Just AcquisitionBuild a real brand by creating repeat customer experiences across multiple products. The goal is to deepen trust and increase lifetime value—not just drive one-time sales.Timestamps:00:00:00 Branding That Stands OutJoe discusses the importance of bold branding, taking risks, and not trying to please everyone.00:00:18 Podcast Introduction & Guest BackgroundIntroduction to the Ecom Breakthrough Podcast, host Josh Hadley, and guest Joe Putnam's credentials.00:00:32 Scaling Shopify Brands: The MissionJosh shares his journey and introduces Joe's expertise in scaling Shopify stores from six to eight figures.00:01:57 Welcome & Episode FocusJoe is welcomed; the episode's focus on strategies for seven-figure e-commerce sellers is introduced.00:02:25 Meta Ad Creative & 2026 TrendsJoe highlights the importance of ad creative for Meta campaigns and adapting to recent changes.00:03:07 Meta's Andromeda Update & Creative DiversityDiscussion of Meta's Andromeda update and the need for diverse ad creatives and angles.00:04:41 Implementing Creative DiversityJoe explains how his agency researches and implements diverse ad angles to target different buyer personas.00:05:35 Stitch Fix Example: Ad Angles in PracticeJoe uses Stitch Fix to illustrate the power of multiple creative angles in ad campaigns.00:08:34 Case Study: Scaling a Six-Figure BrandJosh asks about rapid growth case studies; Joe details how a six-figure brand scaled to eight figures in 12 months.00:11:58 Profitability & Retention StrategiesDiscussion on front-end profitability, launching email/SMS, and the impact of retention marketing.00:12:46 Scaling Ad Spend & Knowing Your NumbersChallenges of scaling ad spend, understanding total addressable market, and the importance of knowing financial metrics.00:16:13 Creative Strategy for ScalingJoe explains the importance of strategic, research-driven creative rather than just increasing ad volume.00:17:09 Lightning Rod Strategy & Viral ProductsJoe describes using controversial products to drive engagement and lower ad costs.00:19:17 Consumer Psychology & Emotional StorytellingThe importance of understanding customer psychographics and emotional storytelling in ad strategy.00:21:30 Brand DNA & Emotional MessagingJoe discusses brand DNA research and customer sentiment analysis to create emotionally resonant ads.00:22:20 Case Study: Country Lifestyle BrandA case study on using emotional storytelling to scale a country lifestyle brand rapidly.00:24:29 Branding, Trust, and Competing on AmazonJosh and Joe discuss building brand trust to compete against overseas knockoffs, especially on Amazon.00:27:56 Emotional Connection & Customer InsightsThe role of emotional connection in branding and tools for understanding customer psychographics.00:28:24 Customer Sentiment Analysis ProcessJoe outlines his process for analyzing customer reviews and Reddit posts to inform ad angles and messaging.00:29:38 Selling Through Ads & CopywritingThe importance of ads that sell, matching copy length to product complexity, and leveraging emotional triggers.00:31:49 AI in Marketing & CopywritingDiscussion on how Joe's agency uses AI (ChatGPT, Claude) for sentiment analysis, copywriting, and process optimization.00:35:30 AI Best Practices & Data IntegrationJosh and Joe discuss the importance of feeding AI accurate data and integrating it with business metrics.00:36:25 Three Actionable TakeawaysJosh summarizes three key takeaways: strategy selection, having a brand “hill to die on,” and building retention-focused brands.00:39:33 Bonus Takeaway: Customer-Driven CreativeJoe adds the importance of basing creative decisions on real customer insights and research.00:40:06 Rapid-Fire Questions: Book, AI Tool, InfluencersJoe shares his most influential book, favorite AI tool, and under-the-radar e-commerce experts to follow.00:43:22 Where to Connect with Joe PutnamJoe shares where listeners can find him online and learn more about Conversion Engine.00:43:48 Podcast ClosingPodcast outro and call to subscribe and leave a revi...

For some employers, HR may sound like something only larger companies need. But the reality is, once you hire employees, you're managing responsibilities around compliance, payroll, workplace policies, employee relations, hiring, retention, and more. And if those responsibilities aren't handled carefully, they can create real risk for the business. [01:35] What HR Really Means for Small Employers [03:42] Compliance and Reducing Business Risk [04:28] Hiring and Onboarding Best Practices [05:34] Employee Handbooks and Workplace Policies [07:36] Employee Relations, Retention, and Management Support [08:52] Preparing for Growth with HR [11:58] HR First Steps and Key Takeaways This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.  ADP, the ADP logo, HR{preneur}, RUN Powered by ADP and Always Designing for People are registered trademarks of ADP, Inc and its affiliates. All other marks are the property of their respective owners. Copyright © 2026 ADP, Inc. All rights reserved. Privacy at ADP

This podcast is powered by Klean Freaks University.com — where real cleaners build real empires. From mop buckets to million-dollar systems, we teach you how to clean smarter, lead stronger, and scale faster.What does company culture actually look like inside a growing cleaning business—and can it really help you keep great employees?In Episode 222 of Cleaning Business Life, Shannon sits down with Donny Minchillo, owner of Joy of Cleaning, to talk about what he has learned while growing from himself and one cleaner to a team of nearly 30 employees.Donny shares how his approach to company culture has evolved as his business has grown, including why communication and showing up on time matter during the hiring process, how his six-day training process works, and why the first three to six months of employment are so important for retention.They also dig into:• Creating connection when your cleaning technicians work solo• Using regular one-on-one meetings to improve employee retention• Rewarding and recognizing team members• Balancing empathy with accountability• How one “bad apple” can damage an otherwise strong culture• Knowing when it's time to let an employee go• Maintaining company culture as your business gets bigger• Using technology and data to make better management decisions• Building a business that can eventually operate without the ownerDonny also shares his experience buying books of recurring cleaning clients, what cleaning business owners should consider before an acquisition, and how influencer marketing has generated significant revenue for Joy of Cleaning.Company culture isn't free lunches and team parties. It's how your people communicate, how leadership responds when something goes wrong, what your company stands for, and whether your employees feel like they're part of something bigger than the house they're cleaning that day.If you're struggling with employee turnover—or preparing to grow your cleaning company beyond yourself—this conversation will give you plenty to think about.Here is the link for Automate Joyhttps://automatejoy.ai/?fbclid=IwY2xjawTn-c1wZG9mBWV4dG4DYWVtAjEwAGJyaWQRMVNNZ2h1UGNDZlhXM2pXbHZzcnRjBmFwcF9pZBAyMjIwMzkxNzg4MjAwODkyAAEe0oXD78wDe0W9jmD_uXluXxDvG11DV5vdDFefmamcnqqwhYdX7McQo3Y_4po_aem__y08euian5OgFGXY_odKgA Support the showThanks for tuning in to Cleaning Business Life — the podcast for cleaning business owners who want to build a profitable, sustainable company without burning out.Hosted by Shannon Miller and Jamie Runco, each episode pulls back the curtain on what it really takes to start, grow, and scale a cleaning business — covering pricing, systems, leadership, boundaries, and the real conversations most people avoid.

DM me "AUDIT" to connect to learn how together we can increase your leads, revenue, and confidence in your salon business.  ⁠⁠⁠⁠⁠⁠Instagram.com/jenniferjadealvarez⁠⁠⁠⁠⁠GRAB YOUR FREE FREEDOM CALCULATOR™ ⁠⁠⁠⁠⁠⁠⁠⁠https://jenniferjadealvarez.myflodesk.com/freedom-calculator⁠⁠⁠⁠⁠⁠⁠The #1 tool to help you plan to work less BTC and into Salon CEOSalon Growth Strategies With Barry Quinn: How to Increase Retention, Revenue & Team Performance In this episode of Beauty Business Game Changer, host Jennifer Alvarez welcomes Barry Quinn, President of North American Business at Forest, for a conversation about what truly drives growth in the salon industry.Barry brings more than 18 years of experience working inside the beauty industry and shares a behind-the-scenes look at the habits and systems that help salons thrive. The discussion covers loyalty programs, goal setting, client retention, team performance, marketing strategy, and how technology can support salon owners without replacing the human connection that matters most.Jennifer and Barry talk about why discounting is often the wrong way to reward loyal clients, and how salons can instead build smarter loyalty programs that encourage referrals, retention, and higher-value behaviors. Barry also explains why goal setting is one of the clearest indicators of long-term salon success and how personalized targets can help stylists feel more ownership over their growth.The conversation also explores how successful salons use data to make better decisions, including:Tracking lifetime value and customer acquisition costImproving referrals and online reputationUsing Meta ads more strategicallySupporting stylists with better appointment prepCreating more personalized client experiencesBarry shares how AI can be used in a practical, helpful way, not as a buzzword, but as a tool that gives stylists the information they need faster so they can serve clients better. He explains how that level of preparation can improve retention, retail sales, and the overall client experience.The episode closes with Barry sharing a meaningful personal story about his upcoming climb in North Africa in support of Hair to Stay, a nonprofit that helps women undergoing chemotherapy preserve their hair through cooling caps.Beyond his work in the beauty industry, Barry Quinn is using his platform to support a cause that directly impacts the salon community.Barry is taking on a challenging climb in North Africa as part of “Three Blokes, One Mountain, One Cause” to raise funds and awareness for Hair to Stay, a nonprofit organization dedicated to helping women undergoing chemotherapy access scalp cooling treatments to preserve their hair during cancer treatment.This mission highlights the deeper impact of the beauty industry beyond the salon chair, supporting confidence, dignity, and quality of life for women during some of their most challenging moments.If you would like to support Barry's fundraising efforts for Hair to Stay, you can contribute here:Three Blokes, One Mountain, One Cause – GoFundMe https://www.gofundme.com/f/three-blokes-one-mountain-one-cause?attribution_id=sl:97f69320-2ad8-4a7a-9ff5-da27f2c4615f&lang=en_US&ts=1786572816&utm_campaign=fp_sharesheet&utm_content=amp30-treatment-3&utm_medium=customer&utm_source=copy_linkLoyalty should reward the right behaviors, not just spending.Goal setting can improve both retention and revenue.Stylists perform better when they understand their own “why.”The best salons measure what matters and act on the data.AI can help elevate the client experience when used intentionally.ForestHair to StayThree Blokes, One Mountain, One Cause FundraiserTune in for more conversations on Beauty Business Game Changer, where salon owners learn how to build stronger teams, smarter systems, and more profitable businesses.

Mark Peters is CEO of Butterball Farms, a family-owned food manufacturing company where he has spent decades thinking differently about what it means to be an employer. He is also the founder of The Source, an organization that helps employees navigate challenges like transportation, childcare, healthcare, food insecurity, and other barriers that can make it difficult to stay in the workforce. His work focuses on building more resilient people, businesses, and communities, and his new book, The Retention Trap, challenges conventional thinking about how companies approach talent.In this episode, Paul and Mark dig into why companies tend to think about talent defensively, focusing on retaining people rather than creating an ecosystem where talent can flow and grow. They explore how helping employees achieve basic stability can give them the capacity to think about their future, and why investing in someone's development can still create value even if that person eventually leaves the company. Mark shares the thinking behind his new iNexus initiative, which brings employers together to help workers move into higher-paying careers, and they discuss why small and mid-sized companies may need to rethink their approach to talent if they want to stay competitive. They also explore how businesses can move beyond blaming schools, government, or other external factors and recognize their own role in building stronger people, workplaces, and communities.Humanity Working is a podcast focused on helping individuals, teams and organizations be ready for the future of work by maximizing their human potential.For more information, and access to our weekly newsletter, visit us at humanityworking.net.

Language departments across higher education are facing a familiar challenge: declining enrollments, shrinking degree pathways, and increasing competition for space in students' schedules. But what if the solution isn't asking students to commit to a major or minor? What if it's offering something smaller, more flexible, and directly connected to their career goals?In this episode, host Dr. Grant Gearhart sits down with Dr. André Zampaulo, Professor of Linguistics and Chair of the Department of Linguistics, Literatures, and Cultures at Saint Louis University, to explore how academic micro-credentials are transforming language recruitment and retention. Drawing on SLU's remarkable success, Dr. Zampaulo shares practical strategies for designing micro-credentials, recruiting students intentionally, and building programs that attract entirely new audiences without undermining traditional majors and minors.Whether you're a department chair, language educator, or higher education administrator, this conversation offers a data-driven roadmap for reimagining the future of language programs in an era of changing student needs.In this episode, you'll learn:Why micro-credentials are emerging as a powerful response to declining language enrollmentsHow to design flexible, career-focused credentials that appeal to today's studentsRecruitment strategies that move beyond mass emails to personalized outreachWays to build student community and improve retention, even in short academic pathwaysAbout Dr. André Zampaulo:Dr. André Zampaulo is Professor of Linguistics and Chair of the Department of Linguistics, Literatures, and Cultures at Saint Louis University. A specialist in Romance linguistics, phonetics, phonology, and language variation, he has authored and edited numerous influential publications, including Palatal Sound Change in the Romance Languages (Oxford University Press) and The Routledge Handbook of Portuguese Phonology. As department chair, he has led innovative, data-driven initiatives that have significantly expanded student participation through majors, minors, and academic micro-credentials.Read Dr. Zampaulo's article on using micro-credentials to strengthen language recruitment and retention here.

Today my guest is Gaurav Chiplunkar, who is an Assistant Professor in the Global Economies and Markets group at the Darden School of Business, University of Virginia. We talked about labor market frictions in India, understanding the reasons for low female labor force participation in India, the importance of information flows and networks, the role of middlemen, and much more. Recorded July 8th, 2026. Read a full transcript enhanced with helpful links. Prefer to watch this episode, see the full length video here. Connect with Ideas of India Follow us on X Follow Shruti on X Follow Gaurav on X Click here for the latest Ideas of India episodes sent straight to your inbox. Timestamps: 00:00:00 - Intro 00:01:15 - Examining Female Labor Force Participation in India 00:08:38 - Broad Patterns in Female Employment 00:14:15 - Barriers to Entrepreneurship for Indian Women 00:21:50 - Well-Intended Labor Policy and Unintended Consequences 00:29:20 - Female Employment After Career Breaks 00:35:52 - Female Labor Force Participation and Economic Growth 00:46:02 - The Trouble with Piecemeal Reforms 00:50:40 - Frictions in the Job Market 00:57:04 - Rivalry, Information Flow, and the Nerd Effect 01:05:11 - Challenges to Placement and Retention 01:18:31 - On the Potential of Job Portals and Leapfrogging 01:27:08 - Defining the Goalposts 01:30:38 - Outro

This episode kicks off a new regular feature on the show: Ask Mike, where I pull real questions straight from our monthly member Q&A archive inside Membership Academy and share the answers with you.First up is a question about drip feeding content. A membership owner running a diet and lifestyle site wanted to know if releasing their courses gradually, rather than giving members full access, would help improve retention.My answer might surprise you, because drip feeding as a retention tactic isn't actually the fix most people think it is. The real issue is almost always something else entirely.If you've ever wondered whether locking up your content on a schedule would keep people around longer, this episode is for you.In this episode:Why drip feeding content to force people to stay is the wrong way to think about retentionWhat to check first before you even consider a drip feed strategy (onboarding and offboarding)How to build a step-by-step content pathway that gives members a reason to stick aroundWhy too many live calls can actually make members feel like they're failingHow milestones, rituals, and habits keep people engaged without artificial gatesIf you want a wider view of where the gaps in your membership strategy actually are, our free Membership Healthcheck will help you find them fast.And if you're looking to get your questions answered by me in our next Membership Academy Q&A, you can join Membership Academy here to be part of the conversation.Key Quotes & Takeaways:"I'm not a big fan of just arbitrarily drip feeding content as a means of prolonging someone's membership.""Nine times out of 10, people drop off because they never really get started the right way.""If you give them that path, you don't need to drip feed because you're telling them exactly what to do and when you are laying out the journey for them.""I think members should stay members and stay subscribed because they're getting something from it."You might also find useful:Is Your Member Onboarding Missing These 3 Vital Things?21 Quick Tips For Improving Member RetentionHow to Identify Your Membership Drop-Off PointsThe 5 Key Stages of the Member LifecycleThank You For ListeningWe really appreciate you choosing to listen to us and for supporting the podcast.We would be eternally grateful if you would consider taking a minute or two to leave an honest review and rating for the show.They're extremely helpful when it comes to reaching our audience and we read each and every one personally!Finally, don't forget to subscribe to the podcast to make sure that you never miss an episode.

Does your practice look busy, but the numbers tell a different story?In this episode, Linzy is joined by Elana Sures, creator of the Client Retention System (and recent Money Skills for Group Practice Owners graduate), to talk about client retention — a key metric in both group and solo practice.Together, they discuss what retention actually measures, why it can feel so uncomfortable for therapists and practice owners to talk about, and how improving retention benefits both the clinical relationship and the financial health of the practice.Elana also shares the four C's of client retention and practical strategies to help keep clients coming back to do the meaningful work they set out to do in therapy. Want to join Linzy and Elana in British Columbia on August 15th for the Pacific Northwest Meet-Up for Group Practice Owners? Register here to save your spot.For a full transcript and more takeaways from the episode, check out this post. Connect with Elana Sures:Elana Sures is a Registered Clinical Counsellor, Approved Clinical Supervisor, and the founder of Open Space Counselling, a Vancouver group practice with two locations and a team of 20+ therapists. Elana supports practice owners through her consulting company, Group Practice Performance, and in her training program, Client Retention System. Get the Client Retention System here, and use code MONEYSKILLS10 for 10% off.Website: grouppracticeperformance.comInstagram: @elana.suresFacebook group for group practice owners: The High Performing PracticeFree guide: The First Session Want to feel more calm and confident about your money?Join one of Linzy's online workshops for private practice owners to shift your money mindset, transform your relationship with money, and gain practical tools and strategies to manage your business finances with greater clarity and ease. Explore upcoming workshops and sign up to save your spot — or register to receive the replay.You can also join the private WhatsApp community to connect with therapists, health practitioners, and listeners of Money Skills for Therapists: The Podcast. Submit your request to join the community today!About Linzy BonhamLinzy Bonham is a therapist turned money coach who helps private practice owners and health professionals feel calm, confident, and in control of their finances through her podcast, free workshops, and comprehensive programs: Money Skills for Therapists and Money Skills for Group Practice Owners.Learn more about Linzy at moneyskillsfortherapists.com/about.

Did you like the episode? Send me a text and let me know!! You have the expertise. You have the content. You're doing free coaching calls, running an alpha app on a tip jar, and sitting on years of teaching materials nobody is paying you for. How do you turn all of that into real, recurring income — without risking the paycheck that keeps the lights on? In this episode of Business Conversations with Pi and Piette 2.0, PI and Piette answer a listener's layered, real-world question from tuepodcast.net/askpi: how to monetize coaching calls, a side app, and teaching experience into a low-risk paid offer without jeopardizing a current job. The answer is a four-part blueprint covering app monetization, digital product strategy, the hybrid marketplace model, and a four-step coaching close that makes selling feel natural. What You'll Learn: Why the tip jar model is a validation tool, not a business modelHow the freemium value ladder works — and why you never take away what's freeWhy in-app ads require hundreds of thousands of impressions to make $1,000/monthThe difference between consumables and non-consumables in app monetizationWhy Teachers Pay Teachers takes up to 45% of every sale — and the break-even math for owning your own storeThe hybrid marketplace strategy: use big platforms for discovery, your own store for retentionHow Jen Regan made $100,000 selling fourth-grade lesson plansMelinda Kitto's no bait-and-switch rule for coaching callsThe four-step transition formula to close a coaching sale naturallyWhy framing the pitch upfront actually relaxes the prospect instead of scaring them awayWhy massive pre-recorded courses are losing to personalized one-on-one coachingHow YouTube's Alpha AI targeting lets a side hustler compete on intent, not ad spendWhy charging for expertise delivers better results for your clients than giving it away freeTimestamps: [00:00:00] – Introduction & The Listener Question[00:01:00] – The 45% Hidden Tax on Ambition: Why Marketplaces Are Bleeding Your Profits[00:02:30] – The Low-Risk Constraint: Protecting the Primary Engine First[00:03:30] – Check Your Employment Contract: Non-Compete Clauses & Legal Guardrails[00:04:30] – The Battery Backup Model: Side Hustle as Safety Net, Not Full Replacement[00:05:30] – From Tip Jar to Value Ladder: Moving Beyond Unpredictable Goodwill[00:06:30] – The Bottom Rung: Keep Core Functionality Free[00:07:00] – The Math on In-App Ads: Why You Need Hundreds of Thousands of Impressions for $1K/Month[00:07:30] – Consumables vs. Non-Consumables: The Freemium Mechanics Explained[00:08:30] – The ChatGPT Model: Never Take Away the Free, Only Add Exclusive Value[00:09:00] – Monetizing Teaching Experience: Jen Regan's $100K Lesson Plan Story[00:10:00] – Why Teachers Pay Teachers Takes Up to 45% — and the Break-Even Math[00:11:00] – The Hybrid Strategy: Marketplace for Discovery, Own Store for Retention[00:12:00] – Monetizing the Exhaust: Packaging Existing Materials Into Premium Digital Products[00:13:00] – Transitioning Free Coaching Calls Into High-Ticket Paid Coaching[00:13:30] – Melinda Kitto's No Bait-and-Switch Rule[00:14:00] – The Four-Step Transition Formula to Close Coaching Sales Naturally[00:15:30] – Why Transparency Relaxes the Prospect Instead of Scaring Them[00:16:30] – The Wolf Pack Model: Why Personalized Coaching Is Beating Pre-Recorded Courses[00:17:30] – YouTube Advertising: Aleric Heck's Value Add Formula[00:18:30] – Alpha AI Targeting: How to Reach Exact Buyers Without a Massive Budget[00:20:30] – Full Blueprint Recap: Four Immediate Steps[00:21:30] – Final Thought: Charging for Expertise Delivers Better Results for Your Clients[00:22:30] – Submit Your Question & Wrap-UpThe Four-Step Coaching Transition Formula (Melinda Kitto): ✅ Validation — get them to verbalize the call was helpful✅ Pivot — ask permission to share gaps or blind spots you noticed✅ Paint the Picture — describe what their life looks like with those gaps fixed✅ Invitation — "That's exactly what I help my clients achieve. Would you like to chat about what that looks like?"Resources Mentioned:

Recently funded and aiming for sustainable retention? Intro chat (no sales pitch): professorgame.com/chat Episode Summary Travis Clapp, co-founder and CEO of Coursebox AI, joins Rob to explain how AI is reshaping course creation and delivery for a platform used in 180 countries with over 300,000 courses built on it. He walks through Coursebox's "Break My Brain" feature, an AI mode built for personalized, adversarial learning rather than points and leaderboards, and explains why the platform now generates in 10 minutes what used to take him days to compile by hand. Travis also shares two gamification experiments gone wrong, an overbuilt golf training module and a crossword in an endangered Aboriginal language, and where he draws the line between fun and function. Listeners come away with a clearer read on why surface-level game mechanics rarely move the needle, and what deep personalization through AI looks like in practice. About the Host Rob Alvarez is Head of Engagement Strategy, Europe at The Octalysis Group (TOG), a leading gamification and behavioral design consultancy. A globally recognized gamification strategist and TEDx speaker, he founded and hosts Professor Game, the #1 gamification podcast, and has interviewed hundreds of global experts. He designs evidence-based engagement systems that drive motivation, loyalty, and results, and teaches LEGO® SERIOUS PLAY® and gamification at top institutions including IE Business School, EFMD, and EBS University across Europe, the Americas, and Asia. Key Takeaways Coursebox AI now generates the five-document compliance package Travis used to build by hand for RTOs in about 10 minutes, work that once took him days per client. Coursebox's "Break My Brain" feature lets a learner, or Travis himself testing it on his own sales calls, get challenged and questioned by AI instead of clicking through a linear course, engaging Core Drive 3 (Empowerment of Creativity & Feedback) and Core Drive 4 (Ownership & Possession). Travis's own team told him not to talk about leaderboards, points, certificates, or badges going into this episode, because platform-level leaderboards rarely produce deep engagement on their own, just a carrot on a stick. A German trucking client turned Coursebox training into a fully hands-free, podcast-style experience so drivers could complete quizzes and assignments by voice while on the road. Coursebox is used across 180 countries, has generated over 300,000 courses, and one flagship edX MOOC built on the platform reached more than 20,000 learners. An early gamified golf training module Travis built in 2011 nailed the learner experience but got flagged internally as the most expensive, overpriced piece of work the company had shipped, a reminder that engagement design still has to answer to budget. Topics Covered 0:00 — Opening hook: "don't talk about leaderboards" 1:18 — Travis Clapp's path to Coursebox AI 2:42 — New fatherhood and running a global startup from Australia 6:03 — Favorite fail: an over-engineered golf training module 9:03 — A crossword in an endangered language, gamification taken too far 10:57 — Why leaderboards and points rarely drive real engagement 12:57 — "Break My Brain": AI's personalized deep-learning mode 16:24 — Killing the step-by-step method for open, prompt-based design 18:02 — Tesla's Grok, Porsche, and voice-driven learning everywhere 20:55 — German truck drivers turning training into a podcast 21:41 — AI risk, specialization, and what never depreciates 27:20 — Book picks, favorite game, and where to find Coursebox AI Recently funded and aiming for sustainable retention? Intro chat (no sales pitch): professorgame.com/chat About Travis Clapp Travis Clapp is the co-founder and CEO of Coursebox AI, an AI course creation and training delivery platform used across 180 countries with over 300,000 courses created on the platform. He spent 15 years as an instructional designer before building Coursebox, working with companies like Johnson & Johnson, Electrolux, Michael Hill, and SA Health. At Open Colleges, he built the five-document compliance packages by hand that every RTO needs; Coursebox now generates the same packages in 10 minutes. One of his courses reached over 20,000 learners as a flagship edX MOOC. He knows what good learning takes because he spent years doing it the slow way. Before Coursebox, he founded and ran a social-based LMS for seven years, which became the foundation for what Coursebox AI is today. Four years ago he launched Coursebox AI, not to automate course creation, but to get to the part that matters: delivery. The AI tutor, the grading, the 24/7 coaching, the outcomes. Course creation, in his words, is about 1% of what the platform does. Travis still checks customer support messages at 4am. Find Travis Clapp Online Website: coursebox.ai LinkedIn (Travis): linkedin.com/in/travisclapp LinkedIn (Coursebox AI): linkedin.com/company/courseboxai Instagram: instagram.com/coursebox.ai TikTok: tiktok.com/@coursebox.ai Facebook: facebook.com/courseboxai X/Twitter: x.com/Coursebox_ai YouTube: youtube.com/@CourseboxAI Mentioned in This Episode Some links below are affiliate links. As an Amazon Associate, I earn from qualifying purchases. TOG / P&G gamification case study The Octalysis Framework Book: I, Robot by Isaac Asimov Book: The Millionaire Mind by Thomas J. Stanley Book: The Expectant Father by Armin A. Brott & Jennifer Ash Rudick Favorite game: SimCity 2000 (1993) Free Resources and Get in Touch Core Drives in the Wild: Professor Game Free Guide Get Daily Value on Your Email Let's chat about your gamification project YouTube LinkedIn Instagram Facebook Start Your Community on Skool for Free Ask a question

When you invest in a business coach, what should you really expect in return?A longer to-do list? More ideas? A formula that worked for someone else in a different market, with a different team and a completely different business model?I don't think so.Good business coaching should help you build a stronger business and become a smarter, more capable business owner. It should improve your profit, sharpen your decision-making, strengthen your systems and help you understand how every part of your studio works together.Because the goal is not to become dependent on a coach.The goal is to become more confident, more strategic and more in control of your growth.In this episode of The Pilates Business Podcast, I'm sharing my philosophy on business coaching and what boutique fitness studio owners should expect when they invest in support.We explore the difference between strategy and tactics, why there is no single formula for building a successful Pilates, barre or yoga studio, and why advice without context often creates more noise rather than more progress.Your marketing affects your sales. Your sales affect onboarding. Onboarding affects retention. Retention affects capacity. Capacity affects pricing. Pricing affects profit. And profit affects your ability to hire, lead and grow.Your studio is an interconnected business ecosystem. Great coaching should help you see the whole picture.In this episode, you'll learn:Why good coaching should build capability rather than dependencyThe difference between receiving advice and developing strategic judgmentWhy another studio owner's successful tactic may not work in your businessHow to evaluate the return on investment from business coachingWhy your goals, market, capacity, strengths and desired lifestyle should shape your strategyHow sustainable growth differs from chasing short-term revenueWhat questions to ask before choosing a business coach or coaching programWhy your energy and wellbeing are part of your business strategyThis episode is for Pilates, barre and yoga studio owners who are considering business coaching, questioning whether their current support is producing meaningful results or feeling overwhelmed by conflicting advice.The right coach should not simply tell you what to do next. She should help you understand why a decision makes sense, how it fits into the wider business and what trade-offs you need to consider.Ultimately, your business should become stronger through coaching—and so should you.If this approach resonates with you, learn more about Thrive, my business coaching program for boutique fitness studio owners who want to build profitable, sustainable businesses with stronger strategy, systems, leadership and financial performance.Visit springthree.com/thrive to learn more.Got a question for Seran? Add it here

Join the Millionaire University AI Mastermind at ⁠⁠⁠⁠⁠MillionaireUniversity.com/AI⁠⁠⁠⁠⁠ #1027 Want to build a team that sticks with you, performs at a high level, and actually loves coming to work? Samantha Irwin — owner of Kaizen Coaching and Consulting and longtime friend of the show — returns for a deep dive into the art and science of employee retention! In this episode hosted by Brien Gearin, she shares her journey from middle-school teacher to historic hotel owner to leadership coach, revealing the people-first systems she used to build a loyal, high-performing team in a town of just 650 residents. Samantha breaks down her three-part framework for attracting the right employees, training them well, and retaining them through appreciation and strong culture. Whether you're hiring your first contractor or growing a team, her strategies will help you create a workplace where great people stay and thrive! (Original Air Date - 12/1/25) What we discuss with Samantha: + Samantha's hotel ownership origin + Attracting the right employees + Training with clear roadmaps + Retention through appreciation + Importance of company culture + Hiring for personality first + Onboarding with intentional structure + Incentives beyond money + Turning staff into thinkers + Leadership vs. boss mindset Thank you, Samantha! Check out Zaizen Coaching and Consulting at ⁠Zaizen.zone⁠. Buy ⁠The Power of People Academy, Module 1: First Impressions⁠. Follow Samantha on ⁠LinkedIn⁠. Watch the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠video podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ of this episode! Get your FREE 5 Minute Business Plan at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MillionaireUniversity.com/Plan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To get exclusive offers mentioned in this episode and to support the show, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MillionaireUniversity.com/Sponsors⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Retention doesn't just keep clients. It turns them into your best marketing material through referrals and social proof, and it takes the pressure off the constant sales and marketing hamster wheel that so many coaches end up trapped on. Inside today's episode, I break down the retention math most coaches never actually run, the three framing questions I use to assess the health of a coaching roster, and my original PACE framework for extending client relationships from six months to eighteen months and beyond.Topics discussed:- The Retention Math Most Coaches Skip- Three Framing Questions for Roster Health- Lifetime Client Value and Extended Retention- Old-School vs Systems-Based Retention- How Retention Starts Before the Sale- Periodization and Seasons of Nutrition- Activation Points in the First 14 Days- Communication Cadence and Intentionality- Three-Way Expectation Alignment- The Results, Retention, Referrals, Revenue Flywheel---------- ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠My Live Program for Coaches: The Functional Nutrition and Metabolism Specialization ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.metabolismschool.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠---------- [Free] Metabolism School 101: The Video Series⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.metabolismschool.com/metabolism-101⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠----------Subscribe to My Youtube Channel: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://youtube.com/@sammillerscience?si=s1jcR6Im4GDHbw_1⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠----------⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Grab a Copy of My New Book - Metabolism Made Simple⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠---------- Stay Connected: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram: @sammillerscience⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Youtube: SamMillerScience⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook: The Nutrition Coaching Collaborative Community⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok: @sammillerscience⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠----------“This Podcast is for general informational purposes only and does not constitute the practice of medicine, nursing or other professional health care services, including the giving of medical advice, and no doctor/patient relationship is formed. The use of information on this podcast and the show notes or the reliance on the information provided is to be done at the user's own risk. The content of this podcast is not intended to be a substitute for professional medical advice, diagnosis, or treatment and is for educational purposes only. Always consult your physician before beginning any exercise program and users should not disregard, or delay in obtaining, medical advice for any medical condition they may have and should seek the assistance of their health care professionals for any such conditions. By accessing this Podcast, the listener acknowledges that the entire contents and design of this Podcast, are the property of Oracle Athletic Science LLC, or used by Oracle Athletic Science LLC with permission, and are protected under U.S. and international copyright and trademark laws. Except as otherwise provided herein, users of this Podcast may save and use information contained in the Podcast only for personal or other non-commercial, educational purposes. No other use, including, without limitation, reproduction, retransmission or editing, of this Podcast may be made without the prior written permission of Oracle Athletic Science LLC, which may be requested by contacting the Oracle Athletic Science LLC by email at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠operations⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@sammillerscience.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. By accessing this Podcast, the listener acknowledges that Oracle Athletic Science LLC makes no warranty, guarantee, or representation as to the accuracy or sufficiency of the information featured in this Podcast."

Anisa is being treated in an inpatient rehabilitation facility following a traumatic brain injury (TBI). The physical therapist has been training the patient to ambulate using a two-point gait pattern with a single-point cane. Anisa consistently performs the gait pattern correctly in a quiet hallway without verbal cueing. Which of the following is the BEST strategy to improve long-term retention and carryover of this skill?A) Open environment with randomized practiceB) Closed environment with serial practiceC) Open environment with serial practiceD) Closed environment with blocked practiceText our team the word COACH for a free diagnostic: (727) 732-4573